Human resource is an important corporate asset and the overall performance of company depends on the way it is put to use. In order to realize company objectives, it is essential to recruit people with requisite skills, qualification and experience. While doing so we need to keep present and future requirements of company in mind.

Successful recruitment methods include a thorough analysis of the job and the labour market conditions. Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to labour shortages, or problems in management decision making. Recruitment is however not just a simple selection process but also requires management decision making and extensive planning to employ the most suitable manpower. Competition among business organisations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organisation. The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen. Despite a well drawn plan on recruitment and selection and involvement of qualified management team, recruitment processes followed by companies can face significant obstacles in implementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their in house management skills to apply generic theories within specific organizational contexts.

RECRUITMENT

Recruitment is defined as, “a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce.” Edwin B. Flippo defined recruitment as “the process of searching for prospective employees and stimulating them to apply for jobs in the organization.” In simple words recruitment can be defined as a ‘linking function’-joining together those with jobs to fill and those seeking jobs.

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes and needs are:

• Determine the present and future requirements of the organization in conjunction with its personnel-planning and job-analysis activities. • Increase the pool of job candidates at minimum cost.

• Help increase the success rate of the selection process by reducing the number of visibly, under qualified or overqualified job applicants. • Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. • Begin identifying and preparing potential job applicants who will be appropriate candidates. • Induct outsiders with a new perspective to lead the company. • Infuse fresh blood at all levels of the organization.

• Develop an organizational culture that attracts competent people to the company. • Search for talent globally and not just within the company....

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...Recruitment and selection forms a core part of the central activities underlying human resource
management: namely, the acquisition, development and reward of workers. It frequently forms
an important part of the work of human resource managers – or designated specialists within
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work organizations. However, and importantly, recruitment and selection decisions are often for
good reason taken by non-specialists, by the line managers. There is, therefore, an important
sense in which it is the responsibility of all managers, and where human resource departments
exist, it may be that HR managers play more of a supporting advisory role to those people who
will supervise or in other ways work with the new employee.
Recruitment and selection also has an important role to play in ensuring worker performance and
positive organizational outcomes. It is often claimed that selection of workers occurs not just to
replace departing employees or add to a workforce but rather aims to put in place workers who
can perform at a high level and demonstrate commitment (Dessler, 2000).
Recruitment and selection is a topical area. While it has always had the capacity to form a key
part of the process of managing and leading people as a routine part of organizational life, it is
suggested here that recruitment and...

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Often referred as green labor, the new plants employees will not necessarily be starting their first job, but typically they will not have worked for that the company before and will not have worked in the same industry. As a result, employees will not have pre-conceived ideas about how things should be done.
Recruiting is the activities used to obtain a sufficient number of the appropriate people at the right moment; its objective is to choose those who best fit the needs of the company. Reasons swift recruiting includes:
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Job posting is referred to when the employer advertise vacancies, by use of bulletins or notice boards, the company’s newspaper and/or the use of the internet. Another skill used is Skill Inventory or Skill Bank. This method lists the employee’s personal information, qualifications and educational background, training opportunities, work experiences, present job position, relevant job skills and abilities....

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